VP Human Resources

CLP Circular Services•Austin, TX

5d•Hybrid

About The Position

Circular Services is seeking an experienced, bilingual (English/Spanish) Vice President of Human Resources with a proven track record supporting unionized and labor-intensive workforces, leading organizations through acquisitions and integrations, and leveraging data to proactively identify workforce trends and mitigate employee relations issues before they escalate. This leader will foster a culture of accountability, engagement, and preventive labor relations while maintaining a strong presence in the field. This is a hands-on leadership role that requires close partnership with operational leaders. The Vice President will serve as a trusted advisor to the business while remaining directly involved in employee relations, workplace investigations, labor relations, workers' compensation oversight, and workforce analytics. The ideal candidate is an operations-oriented HR executive who thrives in complex labor environments and has built a career supporting frontline workforces.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
15–20+ years of progressive Human Resources experience, with a significant focus on Employee Relations.
Current or prior experience as a Vice President of Human Resources, Senior Director of Human Resources, or Director of Human Resources within a similarly complex organization.
Extensive experience working with unionized workforces and labor relations matters.
Demonstrated experience conducting complex workplace investigations personally.
Experience leading HR activities during mergers, acquisitions, and post-acquisition integrations.
Experience supporting large frontline labor populations in industries such as: Waste & Recycling, Manufacturing, Oil & Gas.
Experience supporting multi-site operations across multiple states.
Bilingual proficiency in English and Spanish.
Strong knowledge of employment law, labor law, and HR compliance.
Proven ability to build credibility with both executive leadership and frontline employees.

Responsibilities

Lead employee and labor relations strategy and serve as a key advisor to leadership on union-related matters.
Conduct complex workplace investigations involving employee complaints, policy violations, misconduct allegations, retaliation claims, harassment concerns, and other sensitive matters.
Partner closely with operations leaders to address workforce concerns, resolve employee relations issues, and support positive labor-management relationships.
Build productive working relationships with union representatives.
Provide guidance on disciplinary actions, performance management, conflict resolution, corrective action processes, and contract administration.
Support grievance management, labor negotiations, dispute resolution, and collective bargaining agreement interpretation.
Drive preventive labor relations initiatives through culture audits, workforce assessments, employee engagement efforts, open communication practices, and early grievance resolution.
Proactively identify and address workforce concerns before they escalate into larger employee relations or labor issues.
Promote collaborative problem-solving and proactive workforce management across all levels of the organization.
Ensure compliance with all federal, state, and local employment laws, labor regulations, and company policies.
Oversee the Talent Acquisition leadership and provide strategic direction to recruiting team.
Ensure recruiting strategies effectively support both hourly and salaried hiring needs across the organization.
Recruit and manage requisitions for key leadership, specialized, and business-critical positions, as needed.
Develop workforce planning initiatives that support organizational growth, operational objectives, and long-term talent needs.
Lead succession planning efforts for critical operational, technical, and leadership positions.
Partner with executive and operational leaders to identify, assess, and develop high-potential employees.
Build and maintain talent pipelines that support organizational growth, workforce stability, and leadership continuity.
Support leadership development initiatives and workforce capability-building programs to strengthen organizational bench strength.
Align talent acquisition, succession planning, and talent development strategies to ensure the organization is positioned to meet current and future workforce needs.
Lead HR due diligence efforts related to mergers, acquisitions, and business integrations.
Partner with executive leadership to support organizational restructuring, workforce transitions, and change management initiatives.
Develop integration plans that align people, culture, and operational objectives.
Support employee communications and workforce stabilization efforts during periods of change.
Act as a trusted advisor to senior leadership and operational executives.
Drive practical HR solutions that support business objectives while maintaining a strong employee-focused culture.
Balance strategic leadership responsibilities with a highly hands-on approach to workforce management.
Perform other duties, special projects, and strategic initiatives as assigned to support the evolving needs of the business and Human Resources function.